In the context of HR (Human Resources), “kriminal” refers to matters related to criminal behavior and the implications it has on employment. This can include background checks to assess an individual’s criminal history, which is often a standard practice in hiring processes. Employers may evaluate criminal records to determine the suitability of a candidate for certain positions, particularly those that involve trust, safety, or security.
The handling of criminal records must comply with local labor laws and regulations to ensure fairness and the protection of an individual’s rights. In many jurisdictions, individuals have the right to be evaluated on their qualifications and abilities rather than solely on their past criminal conduct, especially if it is not relevant to the position applied for. The term also intersects with broader discussions in HR regarding diversity, inclusion, and second chances for individuals with criminal records seeking employment.
In summary, “kriminal” in HR pertains to the assessment and implications of an individual’s criminal history during the hiring and employment process, emphasizing the need for balanced evaluation and legal compliance.
Tajna oluja okuplja se u gradu Mendou, otkrivajući slojevitu naraciju obmanama i istinom. Someda, prodavač ramena, krivotvori važan dopis, pokreće lanac događaja koji uključuju moćne figure. Matsukaze, odlučna odvjetnica, igra…